PANEL 1: TRAIN
GABRIELLE HAMMOND Head of human resources at VEKA
Since the pandemic we have put apprenticeships at the heart of our strategy in terms of ongoing recruitment in our manufacturing base. We have upped the number of apprenticeships in that particular area.
It is not just new starters; new skills are being developed throughout the business.
We have different apprenticeships in different areas of the business. The focus this year is on the new intake, but we have apprenticeships in skilled areas for longer serving employees as well.
Companies can see the benefit of creating that link with providers and for the providers, rather than have an off the shelf package, it helps them see where they need to take their skills provision.
IAN MACDONALD Regional apprentice manager at Persimmon Homes
There is a large skills shortage in the industry. Apprenticeships are an investment going forward as we look to bring people in and offer them that opportunity of full career progression.
We have 29 apprentices within the Lancashire business in a huge variety of roles, from traditional trades, through to digital design and engineering.
We need these people coming through to work with us and be our managers and designers of the future. Without them we can’t flourish as a business.
Communication between employers, providers and apprentices is key. If that is working well, the whole thing works well.
COLLEEN HICKSON Head of apprenticeships at Blackpool and The Fylde College
When it comes to apprenticeships it is all about our employers in our local community. We work really closely with them; we are led by them and the intelligence that they bring.
We look to add value to the employers, so they can really see a return on their investment. That is key for us.
Green technology is an area we are developing, again working with employers. Central to the conversation are the things they will need to add into their business.
It is about upskilling their existing workforce and starting to look at the skills that will need embedding into apprenticeships going forward.
The personal development curriculum is also embedded across every single apprenticeship that we deliver.
HANNAH CUTLER Head of apprenticeships at Burnley College
It is the colleges’ and providers’ responsibility to provide the education and training that meets the needs of businesses, whether that’s traditional current skills or future skills.
As a college we are heavily engaged with all our employers, that’s real engagement, to make sure the curriculum is reflective of the skills challenges and is also supportive of the Lancashire ‘pillars of growth’ identified by the Lancashire Enterprise Partnership (LEP).
We work with industry leaders to understand what is happing in their business and to develop curriculum, both academic and vocational, that is fit for purpose, relevant and agile to their needs.
When it comes to the green agenda it is how we can embed that into the curriculum. It is very much about creating opportunities for young people and upskilling and reskilling and supporting all those business needs.
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LANCASHIREBUSINESSVIEW.CO.UK
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APPRENTICESHIPS
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